Racism-Free Workplace Strategy February 11, 2006 Presented by Kamal Dib Manager of Policy LABOUR PROGRAM HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA

Background Part of a government-wide Action Plan Against Racism, announced on March 21, 2005. Fits with the concepts of inclusive society and shared citizenship. Recognizes changing demographics of Canada and the need to build a racism-free society.

Challenges In 2001, Aboriginal peoples and visible minorities accounted for 15.2% of Canada’s workforce. This proportion could reach 23% to 27% in 2017. Even now, many new entrants to the labour market are either immigrants or Canadian-born visible minorities or Aboriginal peoples. Incidents of racism have been on the rise in recent years. Canadian workplaces suffer from chronic barriers to the employment and advancement of visible minorities and Aboriginal peoples.

Challenges CHRC reports that race-based complaints are now at 26% of all complaints. Statistics Canada’s Survey on Ethnic Diversity indicated perception of racism in the workplace by visible minorities at 65%. The Conference Board of Canada released a report confirming that “visible minorities experience multiple and on-going barriers in the workplace”.

Focus of the Racism-Free Workplace Strategy promote removal of barriers to employment and upward mobility in the workplace for visible minorities and Aboriginal Peoples. Benefit to all designated groups under the Employment Equity Act. Year 1 activities (2004-05) delivered in 3 phases.

Year 1 (2004 – 06) PHASE I - Set the stage by developing a research agenda; plan of action; funding arrangements; letters of agreement. PHASE II - Engagement (sessions with umbrella organizations, focus groups, workshops, and the development of partnerships with stakeholders and key departments); research products. PHASE III - Develop program design and needs assessment, and an accountability framework for program delivery.

Year 1 (2004-05) PRE-CONSULTATION SESSIONS Meetings with umbrella stakeholders; pre-consultation sessions in Vancouver, Montreal, and Toronto with a selection of stakeholders. RESEARCH AGENDA Situation of Visible Minorities and Aboriginal Peoples in Canadian Labour Market. Policies and Approaches. Workplace Barriers and Employer Practices. A series of papers on the situation of visible minorities and Aboriginal peoples in key Canadian cities.

YEAR 1 – 2004-05 C. ENGAGEMENT SESSIONS 32 educational workshops, 29 Partnership sessions, and 40 consultation sessions were delivered in Winter 2005 in 8 cities. Private sector employers; civil society organizations, labour unions; participants from federal and provincial bodies.

Key messages Remove barriers against entry to the workplace, job retention, upward mobility and career development. Recognize racism as an obstacle to the progress of minorities and lead by example. Management: active commitment and accountability. Work in partnership among stakeholders (employer-employee leadership). Outreach to community organizations (e.g. hiring boards). Develop educational tools and strategies. Work with other levels of government to achieve holistic solution.

Year 2 (2005-06) Work within HRSDC and with other federal departments Letters of Agreement with 4 departments and agencies. PSHRMA, CHRC, CIC, NFB Build links to existing programs at HRSDC: ITWI, FWP, ODI, ARO, Gender, AHRDS. Work with other departments with similar or parallel issues

Year 2 (2005-06) Program Delivery $56 million for Action Plan Against Racism; $13 million for Labour Branch (February Budget). Treasury Board approved submission (Oct 2005) Pilot regional Models Building Regional and NHQ Capacity Training Activities

Year 3 (2006-07) Delivery: Tools: Video/DVD: mini-films on workplace racism and lessons to employers; brochures and a compendium of diversity items. Web-site and interactive e-learning. Research and Data. Training employers and unions; Implementing partnerships: government departments and private sector; Reporting and Evaluation